Job Satisfaction Level Of Employees Research Articles

The Contribution of Quality of Work Life to Employee Job Satisfaction in Travel and Tourism Industry: A Theoretical Construct

Tourism industry is one of the most intensive labor sector in the world which generates employment opportunities and income for the global economy, but the work in tourism industry is characterized by difficulty due to irregular and long working hours and pressure that employees have to work under to satisfy the expectations of various customers. For the purpose of sustainable tourism development, the management of tourism industry has to take care of quality of work life in order to enable employees to meet their important personal needs and to effectively balance their personal and work life. The objective of the current study is to find out whether there is contribution of QWL to employees job satisfaction in tourism industry, to add to literatures of tourism and human resources and to provide some valuable recommendations that can be applicable by tourism service providers to enhance QWL of employees and hence their level of job satisfaction.. After reviewing several literatures the study found that there is a significant relationship between QWL and employee job satisfaction or in other words, QWL contributes significantly to employee job satisfaction in tourism industry. The study highly recommended that the management of tourism industry should promote QWL practices to enhance the level of employee job satisfaction and hence employee productivity in tourism industry from one hand and to enhance customer satisfaction from the other hand and this last plays a crucial role in success of tourist establishments and tourism industry in general.

Optimizing Human Resource Development: Analyzing Differences in Job Satisfaction based on job diversity, Employee Status and generation at the Artificial Insemination Center

The Singosari Artificial Insemination Center (AIC) is a Technical Implementation Unit under the Ministry of Agriculture that has implemented the Public Service Agency Financial Management Pattern with the task and function of providing public services to all stakeholders. This study aims to analyze the level of employee job satisfaction and to determine the differences in employee job satisfaction based on job diversity, employee status and generation. This research is a mixed methods research conducted at AIC Singosari Malang Regency, East Java. using an instrument in form of a questionnaire distributed to 142 respondents using census sampling technique. This study uses descriptive analysis in the form of factor analysis and inferential analysis in the form of Mann Whitney Test and Kruskal Wallis Test. With the findings of seven dimensions of job satisfaction, namely the job itself, leadership, coworkers, promotions, work facilities and work environment in the high category and have the same job satisfaction category, which is quite satisfied on average. One indicator with a low score is the allowance indicator and there is a significant difference in job satisfaction based on Position and generation but there is an insignificant difference in job satisfaction between civil servants and non-civil servants. It is expected that AIC Singosari will always socialize and maintain transparency regarding the compensation structure for non-civil servants, including how wages and incentives are determined and distributed. Recognize differences in job security and benefits between civil servants and non-civil servants. As well as considering the desires and expectations between generations.

PENGARUH PEMBERIAN KOMPENSASI TERHADAP KEPUASAN KERJA KARYAWAN PADA KOPERASI BERKAH MANDIRI SEJAHTERA DI TANJUNG SARI BOGOR

This study aims to determine the effect of compensation on employee job satisfaction at Berkah Mandiri Sejahtera Cooperative in Tanjungsari. This research is important based on the low level of employee job satisfaction, which impacts their performance and productivity, as indicated by the data on salary reductions and increased employee turnover over the past three years. This study uses a quantitative method with an associative design to explore the relationship between the independent variable (compensation) and the dependent variable (job satisfaction). Data were collected through questionnaires distributed to all cooperative employees, with 35 respondents. The results showed that compensation had a significant effect on employee job satisfaction. The statistical test results indicated a coefficient of determination (R-Square) value of 77.6%, meaning that the compensation variable explains 77.6% of the variation in employee job satisfaction. The t-test showed a significance value of 0.000, less than 0.05, thus rejecting H0 and accepting Ha, indicating a significant effect between compensation and job satisfaction. The contribution of this research lies in strengthening empirical evidence that proper compensation, aligned with employees' needs, can enhance their job satisfaction, which in turn can improve company performance and productivity. This research is expected to serve as a reference for companies in formulating effective compensation policies to enhance employee satisfaction and performance.

Human Resources Management in Mosul Municipality

This study aims to examine the relationship between the job satisfaction levels of employees in Mosul Municipality and their commitment to the institution. The survey form used as a data collection tool consisted of a personal information form, job satisfaction scale and organizational commitment scale. The findings reveal that the overall job satisfaction level of the participants is moderate. It was also found that the levels of organizational commitment of all types of municipal employees were low. It has been determined that there is a positive and significant relationship between the job satisfaction levels of municipal employees and their organizational commitment levels. It has been understood that the relationships between all factors determining job satisfaction and all types of organizational commitment are positive and significant. It has been determined that promotion, colleagues and non-wage factors come to the fore as factors that significantly and positively affect organizational commitment.

THE EFFECTS OF DIGITALIZATION ON EMPLOYEES' JOB SATISFACTION: AN APPLICATION ON EMPLOYEES IN PARTICIPATION BANKS

This study investigates the effects of the digitalization process on the job satisfaction of employees in participation banks. During the pandemic period, technological efforts that allow banking transactions to be carried out contactless and remotely have accelerated, and suitable financial products have been put into service. Participation banks have swiftly adapted to the digitalization activities observed in the banking sector, much like their counterparts. By offering digital products that adhere to Islamic principles, customers can remotely and contactlessly conduct their banking activities. This transformation has had an impact on the employees of participating banks. The study examines the effects of digitalization on the work lives of employees in participating banks through the administration of a survey. Considering the demographic characteristics of the workplace, the job satisfaction levels of employees have been measured. The effect of digitalization on the job satisfaction of employees was also measured by regression analysis. In the findings, internal and external satisfaction with digitalization were measured. According to the measurement results, it was found that digitalization positively increases the job satisfaction of employees in participation banks.

Democratic Leadership and Job Satisfaction: Moderating Role of Age and Gender

The job satisfaction level of employees in an organization is subject to alteration because of the leadership style of the managers. Different leadership styles can have different effects on the job satisfaction levels. This study attempts to provide a comprehensive understanding of the impact of democratic leadership on job satisfaction, along with the moderating role of age and gender in this impact, through an empirical investigation in Nepalese Commercial Banks where 5 out of the 10 highest profit-earning banks in the second quarter of FY 2079/80 were taken as samples for the study and questionnaires were distributed. It uses a multiple regression model, evaluates the dummy indicator regression of democratic leadership and job satisfaction, and discusses the findings of the analysis, which indicate that democratic leadership had a positive and significant impact on job satisfaction as the coefficient of multiple determination calculated is 0.433. The adoption of a democratic leadership style by the managers led to an increase in the job satisfaction levels of the employees because of the emphasis on participative behavior, motivation, and communication. Similarly, both age and gender played no significant moderating role in democratic leadership’s impact on job satisfaction as the adjusted R-square values are 0.402 for females, and 0.506 for males, gender-wise, and it is 0.823 for the age group (22-26) and 0.506 for 26 and above, age-wise. This paper concludes with the implication that a democratic leadership style should be adopted by the leaders to instill a participative environment and satisfy the employees. It also establishes the foundation for additional in-depth research in the future, in line with the limitations of this study.

Meningkatkan Kepuasan Kerja melalui Efikasi Diri, Pelatihan dan Budaya Organisasi yang Positif

Job satisfaction is an important factor in improving individual performance in the work environment. Self-efficacy, training, and positive organizational culture have a significant role in shaping employee job satisfaction levels. The main objective of this research is to analyze the relationship between self-efficacy, training, and positive organizational culture and employee job satisfaction. Apart from that, this research also aims to identify the most influential factors in increasing job satisfaction and provide strategic recommendations for management in improving more satisfying working conditions. This research uses quantitative methods with a survey approach through questionnaires distributed to employees in various organizations. The sample was selected using a nonprobability sampling technique. The collected data is analyzed using statistical techniques such as regression analysis and other statistical tests to test research hypotheses. The results of the analysis show that there is a significant positive relationship between self-efficacy, training and positive organizational culture and the level of employee job satisfaction. Factors such as self-confidence in coping with tasks, job-relevant training, and the presence of a supportive and inclusive work culture have a strong influence on job satisfaction. Practical recommendations are also developed based on research findings to help organizations increase employee job satisfaction.

Analisis Tingkat Kepuasan Kerja Pegawai pada PT. Kereta Api Indonesia (Persero) Unit Sarana Depo Kereta Bandung

This study aims to analyze the level of employee job satisfaction at PT. Kereta Api Indonesia (Persero) Unit Sarana Depo Kereta Bandung. The method used in this research is qualitative descriptive method, namely the method of analyzing and classifying or compiling data in such a way that the results of measuring variables are operationalized using numbers so that they can be examined based on theories that are closely related to the problems discussed. The respondents in this study were all employees of PT. Kereta Api Indonesia (Persero) Unit Sarana Depo Kereta Bandung. From the results of research that has been done by the author obtained the answer that employee job satisfaction at PT. Kereta Api Indonesia (Persero) Unit Sarana Depo Kereta Bandung is in the sufficient category. Where from the respondent’s part assess indicators such as the job itself, salary, cowokers, superiors, promorions and a supportive work environment and can increase effectiveness and job satisfaction.

Analisis Dampak Beban Kerja Terhadap Kepuasan Kerja Karyawan pada Bandara Sultan Iskandar Muda di Provinsi Aceh

This research aims to investigate the impact of workload on the level of employee job satisfaction at Sultan Iskandar Muda Airport (SIM) in Aceh Province. The research population involved all employees of Sultan Iskandar Muda Airport, with 62 people selected as samples using the Slovin formula. This sample includes various divisions at Sultan Iskandar Muda Airport. The data analysis method used is linear regression. The results of the research show that the independent variable, namely workload, has a significantly positive effect on the dependent variable, namely employee job satisfaction at Sultan Iskandar Muda Airport in Aceh Province.

Job Satisfaction of Employees at PT Matahari Agri Bersama

This research aims to determine the level of job satisfaction among employees at PT. Matahari Agri Bersama. The approach used in this research is quantitative. The research population used was employees of PT. Matahari Agri Bersama, with a total research sample of 200 people. The sampling technique used is incidental sampling. Data collection was used using a job satisfaction scale in the form of a Likert scale. The job satisfaction scale was distributed online via Google form to research subjects. After the data is collected, it is processed using SPSS. The research results show that the level of employee job satisfaction at PT. Matahari Agri Bersama is at a low level. Based on the research results, PT. Matahari Agri Bersama, management is expected to take action to increase employee job satisfaction. An increase in high job satisfaction will be able to make employees have a positive attitude towards various situations in the workplace. Having job satisfaction will provide good benefits for employee performance and also have a positive impact on the organization or company. Action that can be taken by organizations to increase employee job satisfaction is by improving organizational communication. This is because if employees are communicated about their roles, responsibilities and performance, employees will feel more appreciated for their contribution to the organization and feel cared for, which will make them feel more satisfied with their work.

Sistem Kesejahteraan Tenaga Pendidik dan Tenaga Administrasi Sekolah di SMP Negeri 31 Bandung

This research aims to analyze the level of welfare obtained by the workforce at Junior High School 31 Bandung, both in terms of material (wages, allowances and bonuses/rewards) and non-material (facilities) at Junior High School 31 Bandung. This research uses a qualitative approach, with descriptive data collection techniques. The data used in this research was obtained from direct observations and interviews with related sources. The results of this research show that (1) the level of welfare of the workforce, both educators and educational staff at Junior High School 31 Bandung is sufficient, both in terms of salary which follows the regional minimum wage (UMR), allowances and incentives/rewards (2) SMPN 31 Bandung is also provide many adequate allowances and facilities to employees at Junior High School 31 Bandung in order to improve the welfare of the workforce, both educators and education staff. (3) The level of employee job satisfaction at Junior High School 31 Bandung is categorized as quite high, this is shown by the suitability of the salary to the workload received by the employee, the condition of the school environment and the attitude of the leader and co-workers which is good and in line with expectations so that the impact is comfort. and employee satisfaction at work..

Optimizing Job Satisfaction: A Comprehensive Analysis of Work Discipline, Compensation, and Motivational Factors

Objective: The objective of this research is to determine the impact of work discipline and compensation on job satisfaction with work motivation as an intervening variable. Design/Methods/Approach: The study was conducted on 131 employees of PT. Altour Yasa Abadi Group using a saturated sampling method, where the entire population was used as research respondents. Data collection involved distributing questionnaires to the respondents, and the gathered data were processed using smartPLS software. Findings: There is no influence of the work discipline variable on job satisfaction, there is an influence of the compensation variable on job satisfaction, there is an influence of the work discipline variable on work motivation, there is an influence of the compensation variable on work motivation, there is an influence of the work motivation variable on job satisfaction. Originality/Value: The novelty of this research is that no studies have been found that specifically examine job satisfaction by analyzing the factors of work discipline, compensation, and work motivation as intervening variables. And lies in the fact that no prior studies have been conducted on employee job satisfaction at PT Altour Yasa Abadi Group. Practical/Policy implication: The implications of the research findings are that they can serve as alternative strategies for companies to enhance employee job satisfaction. By understanding the influence of the variables of work discipline, compensation, and work motivation, companies can design more effective policies and programs to create a motivating work environment, support discipline, and provide adequate compensation. Therefore, companies have the potential to increase employee job satisfaction levels, which, in turn, can positively impact overall organizational productivity and performance.

The Influence of Work Discipline and Organizational Culture on Employee Performance with Job Satisfaction as an Intervening Variable

This research is motivated by the importance of understanding the relationship between company culture, work discipline, and employee job satisfaction in improving job performance. The main objective of this study was to investigate the impact of organizational culture and work discipline on employee job satisfaction levels, as well as test whether job satisfaction plays a mediator in the relationship between work discipline and employee work performance. This type of research is quantitative research with a descriptive approach. The population of this study consisted of all employees at PT. Bank Nagari West Sumatra, and the sample involved in this study amounted to 323 employees. Data collection was carried out using questionnaires as instrumentation. The results showed a positive relationship between organizational culture and employee job satisfaction levels. Work discipline is also positively related to employee job satisfaction levels, with job satisfaction acting as a mediator in the relationship. It was also found that organizational culture has a positive impact on employee performance. Furthermore, work discipline is also positively related to employee work performance. Success in creating a positive organizational culture and encouraging work discipline in the work environment can improve job satisfaction and overall employee performance. The conclusion of this study is the importance of the role of organizational culture and work discipline in increasing job satisfaction and employee performance at PT. Bank Nagari West Sumatra.

The Change of Game: Remote Working is a New Highway in the New Normal

The outbreak of COVID-19 produced drastic changes in every business activity & placed severe strain on human resource management activities. Although in fighting the disaster, companies found remote working as the shadow of light that may provide safety to employees and also provide a safe way to fulfill routine tasks and responsibilities. The facility of remote working is also beneficial in the new normal, and therefore, most companies are using it as a strategy and tool to increase the morale and satisfaction of their employees. However, the strategy also has some negative consequences, but there is a severe lacking of research on this issue, especially with respect to developing & Asian countries. Therefore, the major purpose of this research is to analyze the impact of remote working in the new normal on employee job satisfaction through serial mediation of employee relaxation and employee morale. Therefore, the data has been collected from IT sector SMEs from Pakistan, and analysis is made through SMART-PLS. The findings of the study indicated that SMEs are opting for the new normal strategy of working in order to optimize employee morale and increase the level of employee job satisfaction. However, further research work is optimal in order to understand the issue more clearly with respect to the SME sector in Pakistan.

The Relationship Between Socio-Demographic Variables and Job Satisfaction: The Case of the Republic of Croatia

Abstract This paper examines the relationship between socio-demographic variables and job satisfaction in the Republic of Croatia. Job satisfaction is a critical factor affecting employee well-being and organizational performance. Understanding the socio-demographic variables that influence job satisfaction is crucial for formulating effective human resource strategies and activities to improve the overall job satisfaction level of employees. This study utilizes a quantitative research design, collecting data from a sample frame of employees across various industries and sectors in the Republic of Croatia. Socio-demographic variables such as age, gender and hierarchy level are analysed relating to job satisfaction by applying t-test and one-way ANOVA analysis. The analysis conducted on the sample of 284 employees showed that respondents’ job satisfaction differed in terms of age and hierarchy level. Specifically, younger workers are happier with their jobs than older and senior management compared to workers. These findings contribute to the existing literature by providing insights into the unique socio-demographic factors influencing job satisfaction in the Republic of Croatia. The results can guide organizations in developing targeted strategies to enhance employee satisfaction, such as tailored training programs, flexible work arrangements, and career development opportunities.

Primary Psychopathy in Formal Leaders and Job Satisfaction Levels of Employees Working in Family and Non-Family Firms

This paper aims to explore differences in personality traits, focusing on the levels of primary psychopathy, between formal leaders of family and non-family companies as well as assessing differences in the job satisfaction levels of their employees. Moreover, we assess the relationship between the employees’ perception of their formal leader’s primary psychopathy levels and their job satisfaction levels in family firms. The empirical evidence is provided by a sample of 95 Portuguese employees, who responded to a questionnaire that included their perceptions of their formal leader’s primary psychopathy level and job satisfaction measures. All respondents work in small and medium-sized private companies with no management responsibilities and under formal hieratical supervision. The initial idea that family firms’ employees perceive lower levels of primary psychopathy in their formal leaders than non-family firms’ employees was confirmed. However, employees of family and non-family firms did not differ in their job satisfaction levels. The results also support the notion that perceived levels of primary psychopathy in formal leaders are negatively associated with the employees’ job satisfaction levels. These findings contribute to the research literature by addressing two aspects under-addressed in the comparison between family and non-family firms, while offering insights on the relationship between primary psychopathy in formal leaders and job satisfaction levels of employees working in family firms.

Evaluation of Factors Affecting Job Satisfaction Pathways for Improved Sustainable Business Performance in Emerging Economies

Job satisfaction is one of the vital needs of almost every employee in any well-structured organization. Any shortfall in the anticipated level of employee job satisfaction would affect the employees' contribution to organizational effectiveness. The purpose of the research is twofold. It aims to study the relationship between different levels of employees' job satisfaction in organizations and the impact of employee job satisfaction on the nature of roles performed by employees. The study found that employees' job satisfaction significantly impacted their performance and productivity in the organization. Also, the significant impact of employee satisfaction has been found on the employee commitment to work. Furthermore, the significant outcome on organizational performance can be seen as the result of job satisfaction. The study results would help an organization understand the value of job satisfaction for an employee, which could help increase organizational commitment.

Analisis Kompetensi, Tunjangan Kinerja dan Beban Kerja Terhadap Kinerja Pegawai dengan Kepuasan Kerja Sebagai Variabel Intervening

The problem raised in this study is that there is still a gap between the competencies required to carry out duties in a position with the competence owned by employees, the number of employees who are still far from the ideal of the organization, the employees who do not do the absenteeism, the performance benefits provided have not been in accordance with the workload carried out by employees and the workload provided is not in accordance with the number of employees. Therefore, the researchers conducted a research with the aim to test the analysis of competencies, performance benefits and workloads owned by each personnel and test the level of employee job satisfaction used as a mediation variable (Intervening). This study used the data collection methods namely observations, questionnaires.

Reward system and job satisfaction among employees in the hotel industry in the Sultanate of Oman

Purpose- The study's aim is to determine the intrinsic rewards that Omani hotels use to inspire their employees and to analyse the extrinsic rewards that Omani hotels use to motivate their employees. The study also intends to investigate the association between incentive types and job satisfaction among hotel employees in Oman. Methodology- The study employed a descriptive research design. The study's population was comprised of employees from five different four-star hotels in Oman. A systematic questionnaire was created and distributed to all participants. Rewards (both intrinsic and extrinsic) served as the study's independent variable, and job satisfaction served as the study's dependent variable. The data was gathered on a five-point scale and interpreted using averages, percentages, and correction analyses. Findings- The study noticed that the intrinsic rewards employed by hotels in Oman included recognition and appreciation, an excellent working partnership with the manager, management trust and belief, training and professional development, and work freedom and autonomy. On the other hand, extrinsic rewards are used by hotels in Oman, such as praise and appreciation for a job well done, excellent working environments, attractive salaries, annual bonuses, and insurance for me and my family. Spearman's coefficient of 0.885 indicated a positive and significant relationship between intrinsic rewards and work satisfaction among Oman hotel employees. Similarly, a Spearman's coefficient of 0.899 demonstrated a very strong positive and significant association between extrinsic rewards and work satisfaction among Oman hotel employees. Conclusion- The findings suggest that the level of employee job satisfaction in the organisation is reliant on rewards. Keywords: Extrinsic rewards, intrinsic rewards, hotel employees, job satisfaction. JEL Codes: M12, M52, N35

Influence of Job Satisfaction on Employee Relations and Work Engagement

In order to positively influence the levels of employee job satisfaction and create work engagement, organisations need to ensure that employee relations are harmonious and strategically designed. Job satisfaction has been identified as a strategic tool for organisational success and sustainability. To date, no studies have investigated the influence of job satisfaction on employee relations and work engagement in a military setting in South Africa. The research design of this study was quantitative, utilising a structured, self-administered questionnaire. The responses were extrapolated and analysed. The questionnaire was distributed to 618 members of the targeted population of 13 741 personnel in the South African Army Formation. The response rate was 56.8% (N = 349). A 5-point Likert-scale comprising 67 questions was used to collect the data. The statistical analysis used structural equation modelling and revealed that the questionnaire had a relatively high internal validity and reliability. A key outcome was a validated framework for improving work engagement through employee relations and job satisfaction in the military. The themes and sub-themes that emerged concerned employee relations, job satisfaction and work engagement. The study contributes to the existing body of knowledge regarding human resource management, particularly employee relations, job satisfaction and work engagement. Further, the study demonstrated that there was generally a linkage between job satisfaction, employee relations and work engagement among the population under study. The limitation of the study was that the generalisability of the results across the entire military and other sectors is not feasible. It was recommended that management put strategies in place to ensure that job satisfaction is enhanced and maintained so that it can positively contribute to high levels of employee relations and work engagement.